Longshore Skills

All workers should successfully complete this introductory course before working on the waterfront. A worker will not be permitted to take any other training course if they have not successfully completed Longshore Skills.

Hazmat training is also required before working on the waterfront, and is not included in this course. Contact your local to sign up for a Hazmat class. 

Description

This course details basic safety concerns by illustrating potential experiences that longshore workers will encounter and how to approach those issues. All newly hired longshore workers must attend complete this course with a passing score of 75% or greater in order to participate in any other training. 

Statement of Acadamic Honesty

• I have not received any assistance while taking the online training.

• I understand that acts of academic dishonesty may be penalized to the full extent allowed by WGMA & ILA policy and procedures, including receiving a failing grade for the course. I recognize that I am responsible for understanding the WGMA & ILA policy and accept any penalties.

International Longshoremen Association

The International Longshoremen’s Association, AFL-CIO is the largest union of maritime workers in North America, representing upwards of 65,000 longshoremen on the Atlantic and Gulf Coasts, Great Lakes, major U.S. rivers, Puerto Rico and Eastern Canada

The West Gulf Maritime Association facilitates safety training for their member companies and the users of their central payroll system. Through their partnership with the ILA & CP Tech, safety training is provided, which enables the ILA to provide competent labor to the direct employers, and enables the direct employers to comply with their OSHA obligations.

WGMA is never the employer of an ILA worker. 

CP Tech 

CP Tech is the training vendor for WGMA. Their goal is to equip the worker with the tools and knowledge they need to perform their job safely and productively. They do this through the use of leading-edge simulation technology, thoughtfully designed obstacle courses, and interactive classroom sessions.

How do I view my training certifications? 

Training certifications can be checked in the ILA app. The ILA app will also include timesheet and payroll data for all workers who are paid through WGMA. 

How do I sign up for training classes? 

Go through your local!

In order to monitor class size, each local must take names for classes in advance and provide those names to WGMA prior to the day of the class.

DO NOT show up the day of the class and ask if there is room.

TWIC Card

All workers must possess a valid Transportation Worker Identification Card (TWIC) before they will be permitted to attend any training. This card must be presented at the time of the class. Make sure this TWIC card is credentialed at each port you work out of.

Hazmat Certification

Hazmat certification is required for all workers in the West Gulf and must be renewed every 3 years. Any worker without a current hazmat certification will not be permitted to work and will not be allowed to attend any other training class. This certification is now available online to workers who have previously taken the in-person classroom course. If you have not taken Hazmat before, contact your local to sign up for a class. 

Autos, RORO, & Yard Tractor

A valid driver's license is required for motor operations, RORO, and certain Yard Tractor work. Contact your local to find out what the specific requirements are for your home port.

Types of Operations

There are five main types of operations:  

• Containerized Cargo
• Break Bulk
• Roll On Roll Off (RORO)
• Cruise Terminal
• Bulk

Container Operations

During a container operation, intermodal containers are either loaded onto or discharged from a vessel by a ship to shore (STS) crane.

Containers are stacked and secured on the vessel using twist locks and lashing or rigging equipment.

When containers are discharged from the vessel, they are placed on trucks and trailers, which move them to a specified storage location away from the operation.

On average, each ship to shore crane will handle between 30-40 containers an hour.

Types of Containers

Types of Trailers

Break Bulk Operations

• Break bulk, or general cargo, is loaded individually, rather than in intermodal containers.

• Break bulk cargo can be transported in bags, boxes, crates, drums, barrels, pallets, or as single or bundled units.

• Examples: equipment, manufacturing materials, turbine blades, generators.

• Ship cranes or mobile harbor cranes are used to load and discharge break bulk cargo.

Break Bulk Operation Landing Cargo

Roll On Roll Off (RORO) Operation

• RO-RO ships are designed to allow its cargo to be driven or towed on or off the ship.
• RO-RO cargo includes wheeled and tracked vehicles that are driven on and off the ships by ramps.
• This cargo is made up of various types that come in different weights and sizes:

• Break Bulk
• Military Vehicles
• Farm and Constructions Equipment
• Pure Car Carriers

Roll On Roll Off (RORO) Operation (cont.)

Cruise Terminal Operations

• ILA workers in some ports assist in the loading and unloading of cargo for cruise terminal operations
• ILA jobs include:

• Luggage Porters
• Loading ship stores

PPE 

PPE is required as a condition of employment. The following types of PPE are necessary for each job, unless otherwise direct by the employer.

• Hard Hats ANSI Z-89.1-1986
• Safety Vests ANSI Class II Vest
• Steel-toe Footwear ANSI Z-41-1991  
• Acceptable Work Gloves for some machinery jobs
• Eye protection depending on the commodity handled

Employee Responsibilities

1. Follow all safety standards set by OSHA, WGMA, and your employer

2. Report unsafe conditions or actions to your supervisor or safety committee representative promptly

3. Report all injuries to your supervisor promptly regardless of how serious

4. Report all near miss incidents to your supervisor promptly.

5. Always use personal protective equipment (PPE)

• Hard Hat 
• Safety Vest ANSI Class II
• Steel toe shoes
• Gloves (as required) 
• Eye Protection (as required) 

6. Do not remove or alter any safety device or safeguard provided for employee protection

7. Encourage coworkers, by your words and actions, to use safe work practices on the job 

8. Make suggestions to your supervisor, safety committee representatives or management about changes that you believe will improve safety

9. Notify supervisor if you will be leaving your post for any reason. 

10. All requests for replacements must be made through the ILA hiring hall. 

Personal Electronic Devices

Personal electronic devices, including (but not limited to) cell phones, Bluetooth devices, iPods, and ear buds, are prohibited in all working areas, unless otherwise instructed by the direct employer. 

Any emergency requiring use of a cell phone must be handled in a safe manner, away from all work traffic, as directed by the direct employer. 

Accident-Injury Reporting

All labor is required to report all injuries-accidents in a timely manner when the accident-injury happens to their  immediate supervisor, gang foreman, or management personnel. All supervisory positions (Gang Foreman, Walking Foreman, CIC, CWS etc.) are required to report these accidents-injuries to management. If you have any question, contact management personnel in charge of the operation.

Radio Etiquette

Communication on the waterfront is an important skill that should not be taken lightly. Proper communication can be the difference between life and death. 

Radio Etiquette Tips 

Keep transmissions short Remember, frequencies are shared. No personal or lengthy conversations

Identify yourself and the person you are contacting (“Crane 106 to Maintenance”)

Use phonetics Sometimes it is difficult to understand single letters on the radio. Use the phonetic alphabet  (Alpha, Bravo, Charlie)

Hold the transmit button down for at least a second before beginning your message to ensure that the first part of your message is not cut off.

Never acknowledge calls or instructions unless you understand the call or instructions perfectly. If you do not understand, re-contact and say “say again”.

Always acknowledge calls and instructions Nothing is more disruptive to the smooth flow of communications than dead silence in response to a message. If you cannot copy or respond to the call immediately, then tell the caller to “repeat” or “stand by.” Otherwise, acknowledge each call immediately.

Minimize the words needed to communicate clearly Stay off the radio if the crane operator, lashers, foreman, or any other workers are having a conversation on that channel.

Radio Etiquette Top Five

1. Think before you speak. Decide what you are going say and for whom it is meant. 

2. Make your conversations as concise, precise, and clear as possible.

3. Avoid long and complicated sentences. If your message is long, divide it into separate, shorter messages. 

4. Do not use abbreviations, or use terms unless they are well understood by your group.

●Bonus*** You should not use the letter “O” to represent the number “Zero” when speaking on the radio

Memorize the Phonetic Alphabet

•    It is almost certain you will have to use it in your conversations.
 

•    You will often be required to spell a certain word or name in your radio conversations to make sure you are understood.
 

•    Using the phonetic equivalents instead of letters will make sure letters such as 'F' are not misinterpreted as 'S', 'T' as 'C, or 'M' as 'N'

Warehouse Safety Top 10

1. Always wear personal protective equipment including hard hat, steel toe shoes, ANSI Class II vest. Wear gloves and eye protection as required for certain jobs. Avoid wearing baggy or loose-fitting clothing.

2. All work areas should be kept clean and free from debris.

3. Look both ways and always stay alert when crossing aisles or going around corners.

4. NEVER attempt to operate any machinery without proper training and certification.

5. When unpacking materials, immediately dispose of any debris that could cause slips, trips, or falls.

6. Use proper ergonomics when bending or lifting objects.

7. Inspect ladders before each use.

8. Know the weight restrictions to storage racks and lifting mechanisms.

9. Stack heavier objects on the bottom of piles, with lighter objects on top.

10. Immediately report any potential safety hazard to supervisors. 

Working Around Moving Equipment

Top 5 Safety Tips:

1. Know where the equipment is, and where it is traveling to.

2. Listen for the sound of back up warning devices.

3. When walking around machinery, make eye contact and signal the operator.

4. Never walk in front of, or behind, any machinery without letting the operator know your intentions.

5. Never stand in or walk on the equipment travel path.

Working Around Moving Equipment (video)

Basic Hand Tools

1. ALWAYS WEAR EYE PROTECTION WHEN WORKING WITH HAND TOOLS. 

2. Use tools that are the right size and type for your job.

3. Follow the correct procedure for using every tool.

4. Keep your cutting tools sharp and in good condition.

5. DO NOT work with OILY or GREASY hands.

6. Handle sharp-edged and pointed tools with care.

7. ALWAYS carry pointed tools with the points and heavy ends DOWN.

8. Never carry tools in your pockets.

9. DO NOT use tools that are loose or cracked.

10. AFTER USING A TOOL- clean it and return it to its proper storage place.

Hammers

• Use the correct hammer for the type of work to be done.

• Have an unobstructed swing when using a hammer, and watch for overhead interference.

• Hold nail near its head while hammering.

Chisels

A chisel is a cutting tool with a single cutting edge.

• DO NOT use a chisel that is bent, cracked, chipped, or with a mushroom head.

• ALWAYS wear safety googles or a face shield when using a chisel.

• Keep edges sharp for the most effective work, and protect when not in use.

Wrenches 

• Wrenches are designed to turn or hold bolts, nuts, or multiple-thread fasteners.

• They are sized to keep the leverage and load in an acceptable balance.

• By using the correct size, the wrench is less prone to slip off the fastener corners.

Proper use of Wrenches

• ALWAYS try to pull on a wrench (instead of pushing) in case the fastener loosens.

• Adjustable wrenches must be adjusted tightly to the fasteners and then pulled, putting force on the fixed end.

• NEVER alter a wrench. (ie. Adding material to a wrench to give more leverage) 

• Do not try to fix or modify a broken wrench. 

Proper use of Wrenches

• ALWAYS try to pull on a wrench (instead of pushing) in case the fastener loosens.

• Adjustable wrenches must be adjusted tightly to the fasteners and then pulled, putting force on the fixed end.

• NEVER alter a wrench.
  

Tightening Bolts

• DO NOT use metal handles. They are too rigid and can injure your hands.

• DO NOT use extensions to provide additional torque.

• DO NOT over torque a fastener. Use a torque wrench to tighten the fastener to the exact torque required.

• Inspect wrenches periodically for damage, such as cracking, distortion, or severe wear.

• ALWAYS use non-sparking wrenches when in the presence of flammable vapors or dust.

Carrying and Transporting Tools

• Use a toolbox, tool holder, belt, or pouch. This will protect the person and the tools.

• Carry pointed or sharp tools with the point or cutting edge away from the body.

• Do not carry tools by hand up ladders.

• Do not lay tools down where people can trip on them, or they can fall on someone.

General Requirements for All Machines

One or more methods of machine guarding must be provided to protect the operator and other employees in the machine area from hazards, such as those created by :

• Point of operations
• In-going nip points
• Rotating parts
• Flying chips
• Sparks

Guards must be affixed to the machine where possible and secured elsewhere if for any reason attachment to the machine is not possible.

NOTE: There are no grandfather clauses for machine guarding.

Point of Operation Guarding

The point of operation is the area on a machine where work is performed upon the material being processed.

The point of operations on machines where operation exposes an employee to injury must be guarded to prevent the operator from having any body part in the danger zone during the operating cycle.

General Requirements for All Machines (cont.)

The following are some of the machines that usually require point of operation guarding:

• Guillotine cutters
• Shears
• Power presses
• Milling machines
• Power saws
• Portable power tools
• Forming rolls
• Calender machines

Special Hand Tools

Special hand tools for placing and removing material must permit easy handling of material without the operator placing a hand in the danger zone.

• Special tools must not be used in lieu of other guarding, but can only be used to supplement protection provided.

Portable Ladder Safety

Inspect ladders prior to use.  Look for:

• Broken or missing footings
• Broken or missing rungs
• Side rails cracked or damaged

Ladder safety tips: 

• Secure ladders to prevent movement
• Never carry items when climbing a ladder
• Maintain 3 points of contact
• Maintain 4:1 ratio
• Ladders should extend 36 inches above landing surface
• Don’t use top 3 rungs
• Don’t overload ladders
• Ladders may not be used as horizontal bridges

Ship Ladder & Gangway Safety

• Inspect ship ladders and gangway prior to use for broken or missing rungs or steps

• Inspect side rails

• Maintain 3 point or contact

• Keep area at base of the ladder free

• When climbing on deck, watch for overhead clearances

• Make sure hatch cover openings are secure

• Report problems to Gang Foreman, Walking Foreman, or Supervisor

Expected Workplace Behavior

Objectives: 

• List and comprehend the types of acceptable and unacceptable behavior regarding harassment, discrimination, and professionalism
• Understand the ILA and West Gulf Maritime Association policy regarding unacceptable behavior
• Understand your responsibilities in providing an appropriate environment

Workplace Goal: Appropriate Behavior

• Respect and value the contributions of all members of our work community, regardless of status or role, with respect, civility, and courtesy.
• Use respectful and courteous verbal communication to effectively discuss disagreements.
• Abide by regulations and policies, and address any dissatisfaction with, or violation of, policies and procedures through the right channels.

ILA and WGMA Policy

• The Parties have agreed that all employment decisions shall be made without regard to race, creed, color, religion, national origin, sex, age, disability, or union membership status.
• The Parties agree to comply with all employment statutes, including, but not limited to Title VII, FLSA, HIPAA, ERISA, ADA, ADEA, FMLA and OSHA.
• In addition, the Parties prohibit any employee from harassing, discriminating, or retaliating against any person because of race, color, religion, sex, national origin, age, or disability, or any other basis prohibited by law.
• Any complaint that there has been a violation of any employment law, such as Title VII, FLSA, HIPAA, ERISA, ADA, ADEA, FMLA and OSHA, or any comparable state law or local ordinance, shall be resolved solely by the grievance and arbitration provisions of the collective bargaining agreement.

Prohibited Conduct

• Employment decisions based on an impermissible factor, including but not limited to:  
  • Hiring
  • Firing
  • Promotions

• Harassment
  • Based on an impermissible factor

• Retaliation, including but not limited to: 
  
  • Making a complaint
  • Participating in an investigation

• Any comments or action that is unprofessional or otherwise inappropriate

Discrimination 

• Discrimination is any violation of any part of Title VII, the ADEA, or ADA regulations
• Discrimination Statutes:

• Civil Rights Act of 1967-Title VII
• Race
• Sex
• Religion
• Color
• National Origin

• Age Discrimination in Employment Act of 1967 (ADEA)
• Americans with Disabilities Act (ADA)

Harassment

• Harassment includes discriminatory intimidation, insult, and ridicule where:
• The conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environment
• The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance
• The conduct otherwise adversely affects an individual’s employment opportunities

Sexual Harassment

• Sexual harassment is unacceptable and will not be tolerated.

• Sexual harassment is a form of misconduct that includes unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature where:

• Submission to or rejection of the conduct is used or is threatened to be used as a condition of employment
• Submission to or rejection of the conduct is used or is threatened to be used as the basis for employment decisions
• The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance
• The conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment

Sexual Harassment (cont.)

• No officer, manager, supervisor, member, or employee shall sexually harass any other person within the work places to which personnel are referred. Whenever such conduct is alleged, the Union will vigorously investigate and take prompt and effective remedial action where wrongful conduct is determined to have occurred.

• While in some cases individuals may make sexual comments or jokes or personal advances without intending harm, such actions can be unwanted, threatening, and perceived as harassment. Stopping sexual harassment in its many forms requires an increased awareness by everyone of the impact that such actions may have on others.

Sexual Harassment (cont.)

• Sexual harassment takes many forms
• It can be between co-workers
• It can include a supervisor’s harassment of a subordinate, or a subordinate’s harassment of a supervisor
• Third parties, who witness sexually harassing behavior in a workplace environment, can also be the victims of the harassment
• Harassers can be supervisors, co-workers, customers, vendors, suppliers, or clients

All of these forms of harassment are illegal and violate the policy. 

Retaliation

Retaliation is any adverse action taken because a person raised a complaint in good faith, participated in an investigation, or took legal action

• Retaliation against a worker making a complaint or cooperating in an investigation is prohibited.

• An individual may not be denied work, receive unfavorable work assignments, be fired, demoted, harassed, or otherwise suffer adverse action for having filed a complaint of discrimination, participated in a discrimination proceeding, or otherwise opposed discriminatory activity.

Inappropriate Behavior

Employees often say they are being harassed when they are subjected to inappropriate conduct or behavior which is not illegal, but unacceptable in the workplace.

• An example of this is workplace bullying. Workplace bullying is repeated mistreatment of one or more employees using humiliation, intimidation, or belittling of performance.

• Workplace bullying can include social bantering or teasing, verbal abuse, humiliation, constant negative criticism, gossip, or personal or professional threats.

• Bullying behavior can exist at any level of an organization. Bullies can be superiors, subordinates, co-workers and colleagues.

Filing a Complaint - Facilitator Process

• If you believe you are subject to, or have observed, discrimination and/or harassment, you should immediately request a facilitator by calling (713) 678-7655 or sending an email to Chelsea@wgma.org.

• The facilitator will investigate the situation in order to resolve all difficulties promptly and appropriately. To the extent possible, all discrimination, harassment, or retaliation issues will be handled as confidential.

• If you make a complaint, or are questioned during an investigation, keep the investigation and the topic of the investigation confidential, and only discuss the situation with those with a need to know.

Facilitator Process

• The facilitator will request that a worker documents their complaint on an ILA-WGMA Discrimination-Harassment Complaint Form.

• The worker will need to provide their personal contact information as well as a description of the incident.

• Description of complaint:

• In the complaint, the worker should describe all of the facts surrounding the claim of discrimination, harassment, or retaliation.
• The worker should identify everyone involved and indicate the date or dates events took place. 
• The worker should describe what he or she believes motivated the individual who harassed or discriminated and describe why the worker reached the conclusion that he or she was discriminated against or harassed.

Facilitator Process (cont.)

• Upon receipt of the complaint form, the facilitator shall investigate the worker’s claim by collecting statements from the worker, the direct employer, and other witnesses. The facilitator may interview witnesses

• In most cases, the facilitator must make a recommendation within one month of the request for a facilitator.

• The facilitator may confer with the worker, the direct employer, the union, and the WGMA either prior to or following the recommendation in an attempt to resolve the complaint

• If the complaint is resolved to the satisfaction of all involved, the facilitator will document the resolution and forward the result to the worker, the union, and the WGMA (who will forward to the direct employer).

• If an issue is raised that is not a matter of discrimination or harassment, such as rate of pay, seniority, or discipline, the facilitator should simply note that an issue has been raised that will not be addressed by the facilitator and that the issue may be pursued by the union on behalf of the worker using the grievance procedure, should the worker and union elect to do so.
   

Examples of Unacceptable Conduct

• Sexual jokes, language, epithets, advances or propositions
• Written or oral abuse of a sexual nature, (e.g., sexually degrading or vulgar words used to describe an individual) 
• The display of sexually suggestive objects, pictures, magazines, posters or cartoons
• Comments about an individual’s body, sexual orientation, sexual prowess or sexual deficiencies
• Asking questions about sexual conduct
• Harassment consistently targeted at only one sex, even if not “sexual” in content
• Invading personal privacy at or outside the workplace (e.g., harassing telephone calls)
• Touching, leering, whistling, brushing against the body, or making suggestive, insulting, or obscene comments or gestures
• Demanding sexual favors in exchange for favorable reviews, assignments, continued employment or promises of the same
• Assault or coerced sexual acts.

Respect on the Waterfront 

Everyone Deserves It

Drug & Alcohol Program

A worker may be tested as outlined in the drug policy for each port. If a worker is found to be in violation, he or she may be subject to disciplinary action including, but not limited to, industry wide suspension.

A drug policy is violated by:

• A positive test result
• Possession of illegal drugs while on an employer’s premises or while working for an employer
• Failure to cooperate with testing procedures set forth herein

A worker in violation is encouraged to participate in rehabilitation and will be assisted in efforts taken by the worker to obtain treatment. Some policies require rehabilitation as a condition of reinstatement.

Each worker is responsible for knowing this Policy and complying with the Policy. Ignorance of this Policy is not a defense for a violation and subsequent disciplinary action.

For further questions regarding the Drug & Alcohol Policy, please contact your Union Officials.

Risk Assessment 

Watch each video in this next section carefully. After watching the video, you will be asked to submit a list of safety risks or violations that you noticed within the video. 

Risk Assessment - Home

Risk Assessment - Maintenance Shop

Risk Assessment - Fire Drill

Risk Assessment - Confined Space

Please watch the videos on the next few screens carefully. The content from these videos will be on the test, which will follow the videos. 

Longshore Skills Examination

The Longshore Skills exam has 10 questions covering the various topics discussed in this program. You must score at least 75% on the examination to receive credit for this course.

Click on the "Next" button to begin the examination. 

You will not be able to go back to previous pages after beginning the test. 

PLEASE NOTE: You MUST complete the course and pass the examination in order to work in the maritime industry.